Support for this research was provided by the AARP Andrus Foundation. The authors are solely responsible for its contents.
THE IMPACT OF PERFORMANCE APPRAISAL METHODS ON AGE DISCRIMINATION IN EMPLOYMENT ACT CASES
Version of Record online: 7 DEC 2006
Volume 43, Issue 3, pages 555–578, September 1990
How to Cite
MILLER, C. S., KASPIN, J. A. and SCHUSTER, M. H. (1990), THE IMPACT OF PERFORMANCE APPRAISAL METHODS ON AGE DISCRIMINATION IN EMPLOYMENT ACT CASES. Personnel Psychology, 43: 555–578. doi: 10.1111/j.1744-6570.1990.tb02396.x
- Issue online: 7 DEC 2006
- Version of Record online: 7 DEC 2006
This study investigated the impact of personal and organizational factors and performance appraisal methods on 53 Age Discrimination in Employment Act (ADEA) federal court cases. Discriminant analysis suggested that the employer was most likely to be the successful party when the employee was younger, particularly between 40-49 years old. Appraisal system characteristics which in previous studies were found to be significantly related to case outcome, were not reported in these case decisions. Traditional legal case analysis was used to explore the relationship of performance appraisal methods and the personnel action giving rise to the complaint.